@article{2005:giardini:hrm_in_the,
title = {HRM in the German Business System: A Review},
year = {2005},
note = {Human resource management in Germany is deeply rooted in its
institutional environment. Thus, US style HRM cannot be simply
transferred to the German context. Nevertheless, the German business
system is not hostile to HRM principles. Rather, these practices have
to be adapted to the demands and constrains of the German
socio-economic context. The key labour market institutions of
collective bargaining, co-determination, and initial vocational
training in particular require a pluralist style of human resource
management. As our review suggests, these institutions support the
implementation of some HRM principles while inhibiting others. Also,
the concept of Strategic HRM in Germany may only be fully understood
against the background of labour market institutions.},
journal = {mrev management revue},
pages = {63--80},
author = {Giardini, Angelo and Kabst, Rüdiger and Müller-Camen, Michael},
volume = {16},
number = {1}
}